An American Medical News report recommends focusing on three components when hiring for physician practices:
1. Hire for your medical practice's culture. Candidates should be asked open-ended questions during interviews that may indicate a cultural fit. For example, if compassion is a priority at the practice, have the candidate provide examples of times they have been compassionate inside or outside the workplace, and ask for examples of how they worked in a team and dealt with challenging situations.
2. Consider using a credit report in hiring. More businesses are including credit reports in employee background checks to determine if a potential candidate may have embezzlement or productivity problems. Medical practices, however, must determine if credit reports are legal on a state-by-state basis before running them.
3. Clearly articulate responsibilities. When hiring nurse practitioners and physician assistants, practices often forget to specify what those professionals will be expected to do on a daily basis. "Simply adding somebody and saying they are going to improve your care or improve your productivity is almost always doomed to failure," said Daniel Mingle, MD, a family physician in Portland, Maine. "You need to be clear on how to incorporate that person in the practice and really understand how you want them to perform."
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1. Hire for your medical practice's culture. Candidates should be asked open-ended questions during interviews that may indicate a cultural fit. For example, if compassion is a priority at the practice, have the candidate provide examples of times they have been compassionate inside or outside the workplace, and ask for examples of how they worked in a team and dealt with challenging situations.
2. Consider using a credit report in hiring. More businesses are including credit reports in employee background checks to determine if a potential candidate may have embezzlement or productivity problems. Medical practices, however, must determine if credit reports are legal on a state-by-state basis before running them.
3. Clearly articulate responsibilities. When hiring nurse practitioners and physician assistants, practices often forget to specify what those professionals will be expected to do on a daily basis. "Simply adding somebody and saying they are going to improve your care or improve your productivity is almost always doomed to failure," said Daniel Mingle, MD, a family physician in Portland, Maine. "You need to be clear on how to incorporate that person in the practice and really understand how you want them to perform."
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